Gender differences in performance-based pay: Evidence from a Chinese University |
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| Affiliation: | 1. Tsinghua University, China;2. School of Economics, Renmin University of China, 59 Zhongguancun Street, Beijing 100872, China;1. The College of Economics and Trade, Hunan University, North Campus, Shi Jia Chong, Changsha, Hunan 410079, PR China;2. Center for Economics, Finance and Management Studies, Hunan University, North Campus, Shi Jia Chong, Changsha, Hunan, 410079, PR China;3. Southern Illinois University Carbondale, 1000 Faner Drive, Carbondale, IL62901, United States;1. University of Western Australia, 35 Stirling Highway, Crawley, WA 6009, Australia;2. Stanford University, 520 Galvez Mall, CERAS Building, 5th Floor, Stanford, CA 94305-3084, USA;3. Central University of Finance and Economics, 39 Xueyuan South Road, Haidian District, Beijing 100081, China;1. Department of Marketing and Logistics Management, Chihlee University of Technology, Taiwan;2. Statistical Office, Ministry of the Transportation and Communications, Taiwan;3. Department of Applied Economics, National Chiayi University, Taiwan |
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| Abstract: | We examined gender differences in performance-based pay in an institute of a top Chinese university, to provide insight into the gender earnings gap. We found that male professors earned more from research and less from teaching than did comparable female professors even though male and female professors showed no statistically significant difference in the total performance-based pay. Given the piece rate nature of bonuses in the institute and one's tendency to invest more time in areas where one has comparative advantages to maximize the total income, the study results lead to the conclusion that male professors displayed comparative advantage in research while female professors exhibited comparative advantage in teaching. The conclusion is corroborated by analyses of time allocation, and number of papers published as first author and as co-author. |
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